Key Skills to Look for in Early Career Candidates

Human potential, though not always apparent, is there waiting to be discovered and invited forth. - William W. Purkey

Hiring early-career candidates presents a unique opportunity for companies to shape and mould fresh talent while benefiting from new ideas and perspectives. While these candidates may lack years of experience, they often come with a hunger to learn and adapt quickly to new environments. Identifying the right candidates for long-term success can be difficult. This impacts hiring decisions, as many employers rely on ineffective selection criteria, such as a college degree, to gauge intellectual ability or persistence. While academic excellence is valuable, it is not necessarily indicative of future performance.

Hiring early career or entry-level talent is about looking at the future.?Therefore, beyond degrees, test scores, etc., employers should focus on key skills and qualities that signal potential.

Here are the essential skills to look for when hiring early-career candidates.

1. Adaptability and Willingness to Learn

One of the most important traits for early-career hires is their ability to adapt to change. As industries evolve and technology advances, the capacity to learn quickly and pivot in new directions is essential. A strong candidate is someone who:

- Embraces new challenges and is open to feedback.

- Demonstrates curiosity and an eagerness to develop new skills.

- Shows resilience when facing unexpected hurdles.

These candidates don’t shy away from unfamiliar situations and see each challenge as an opportunity for growth. Employers can assess adaptability by asking about times the candidate learned something new or navigated an unexpected situation in previous roles, internships, or even academic settings.

2. Strong Communication Skills

Good communication is foundational in any workplace, and early-career candidates who can articulate their ideas stand out. Effective communication encompasses:

- Verbal communication: Presenting ideas confidently in meetings or discussions.

- Written communication: Crafting emails, reports, or documents that are clear and concise.

- Listening skills: Being attentive to instructions and feedback, and asking clarifying questions.

Since early-career hires are still learning the ropes, strong communication skills help them build relationships with colleagues, seek guidance, and work collaboratively in teams.

3. Problem-solving and Critical Thinking

Problem-solving skills are crucial, especially for younger hires who may encounter situations they've never faced before. Candidates who demonstrate critical thinking can:

- Analyse situations and identify underlying issues.

- Approach problems with creativity, proposing innovative solutions.

- Make decisions confidently even with limited information.

Assess a candidate’s problem-solving abilities by presenting hypothetical work-related challenges during the interview. Observe their thought process and whether they can apply a logical, yet creative approach.

4. Teamwork and Collaboration

Collaboration is an essential component of modern workplaces, and early-career hires must be able to work well in teams. Effective collaboration goes beyond merely completing group tasks; it involves:

- Building positive relationships with colleagues.

- Understanding diverse perspectives and respecting different viewpoints.

- Contributing ideas while supporting team goals.

Ask about a candidate’s experiences working in teams, whether in school projects, internships, or volunteer activities. Look for those who can discuss how they navigated team dynamics or helped resolve conflicts.

5. Time Management and Organisation

Juggling multiple tasks and priorities is an inevitable part of professional life. For early-career candidates, strong time management skills can help ensure they remain productive and focused, even when under pressure. A good candidate will:

- Prioritise tasks effectively based on deadlines and importance.

- Stay organised by using tools or systems to manage their workload.

- Demonstrate reliability in meeting deadlines or delivering on responsibilities.

During interviews, ask about how candidates managed their time in high-pressure environments, such as during exams, internships, or group projects.

6. Self-Motivation and Initiative

Employers should look for candidates who take the initiative and don’t always wait for direction. Early-career hires who show self-motivation:

- Set personal goals and seek opportunities to contribute beyond their immediate role.

- Proactively look for ways to improve processes or solve problems.

- Stay curious and strive to understand more about the business and their industry.

These qualities can signal a future leader. Consider asking candidates about times when they took ownership of a project or exceeded expectations in previous roles or academic settings.

7. Emotional Intelligence (EQ)

Emotional intelligence is a critical skill that is often overlooked in early-career candidates. High EQ allows individuals to:

- Recognise and regulate their own emotions.

- Empathise with others, fostering positive workplace relationships.

- Manage stress and remain composed in difficult situations.

A candidate with strong emotional intelligence will handle feedback well, navigate workplace conflicts with grace, and contribute to a harmonious team environment. Assess EQ by asking situational questions that explore how candidates handle stressful or emotionally charged situations.

8. Technical Proficiency and Digital Savviness

While soft skills are critical, the right technical skills cannot be ignored. With the increasing digitisation of industries, early-career candidates must demonstrate basic technical proficiency and the ability to quickly learn new tools and platforms. Depending on the industry, this could include:

- Proficiency with software, tools, or platforms relevant to the job.

- Comfortable with data analysis, coding, or digital communication tools.

- The ability to quickly adapt to new technologies as needed.

Assess technical proficiency through skill-based tasks or assessments during the interview process. It's also important to remember that an openness to learning can often compensate for gaps in technical experience.

9. Cultural Fit and Alignment with Company Values

Finally, while skills and experience are important, cultural fit should also be a top priority. Early-career candidates who align with a company’s values and mission are more likely to succeed in the long term. This includes:

- Demonstrating a passion for the company’s industry or products.

- Showing enthusiasm for the role and its growth potential.

- Exhibiting qualities that align with the company’s work environment, whether that be collaboration, creativity, or autonomy.

Assess cultural fit by discussing the company’s values during the interview and observing the candidate's response. Look for individuals who show genuine excitement about the role and the broader company vision.

Conclusion

Early-career candidates may not always have extensive experience, but they can bring valuable skills and fresh perspectives to the table. Hiring for potential rather than experience can open the door to future leaders who will thrive in dynamic and evolving industries.

In light of this discussion, your organisation can apply to be off-takers of the GIPP project. You'll have access to trained and ready-to-work young professionals. By participating, you can offer internship opportunities to recently trained graduates in your organisation. The best part? It won't cost you anything as the Lagos state government will provide the interns with a stipend of up to N60,000.